How Working with an External Mediator Can Support HR Activities in a Workplace.

It is inveitable that in a modern workplace, there will be times where workplace conflict arises. When this reaches a point that the conflict is sustained or particularly harmful to the workplace, an external mediator can support HR activities at various stages, providing impartial facilitation and resolution strategies. Workplace conflict is a common issue addressed by Managers and HR professionals, and utilising mediation services can be highly beneficial. Let’s explore the stages at which engaging an external mediator could be helpful, drawing upon insights from Australian research:

• Early Intervention and Assessment: When HR becomes aware of a conflict brewing in the workplace, engaging an external mediator early can help assess the situation objectively. According to research published in the Australian Journal of Management, early intervention is crucial in preventing conflicts from escalating and causing further disruption. [1] Mediators can analyse the conflict dynamics, identify underlying issues, and recommend appropriate strategies for resolution.

 

• Facilitating Communication: Mediators excel in facilitating constructive communication between conflicting parties. HR can utilise mediation services to create a safe and structured environment where employees can express their grievances, concerns, and perspectives. This aligns with findings from studies in the Australian Journal of Human Resource Management, which emphasise the importance of open communication in resolving workplace conflicts effectively. [2]

 

• Exploring Resolution Options: External mediators can assist HR in exploring various resolution options beyond traditional disciplinary measures. Through joint sessions and private meetings, mediators can help parties brainstorm mutually beneficial solutions, such as compromise, collaboration, or action plans. This approach is supported by research conducted by the Australian Centre for Employee Relations, which advocates for flexible conflict resolution strategies tailored to individual situations. [3] Sometimes having an external party involved gives a view of possible solutions that internal parties may not have considered.

 

• Preserving Relationships: One of the key advantages of mediation is its focus on preserving relationships. Mediation services can assist to mitigate the negative impact of conflict on workplace morale, productivity, and employee retention. Research in the Australian Journal of Organisational Psychology highlights the importance of relationship management in conflict resolution and underscores the role of mediators in restoring trust and harmony among team members. [4]

 

• Formalising Agreements: In cases where parties reach a mutually acceptable resolution, external mediators can assist internal HR teams in formalising agreements to ensure compliance and accountability. These agreements may include behavioural expectations, conflict management protocols, or follow-up mechanisms. Australian academic literature, such as studies published by the University of Sydney Business School, emphasises the importance of clear and enforceable agreements in sustaining workplace harmony post-mediation. [5]

In conclusion, working with an external mediator can support HR activities in workplace conflict situations by facilitating early intervention and assessment, fostering communication, exploring resolution options, preserving relationships, and formalising agreements. HR professionals can effectively utilise mediation services to address conflicts and promote a positive and productive work environment.

References:

1. Australian Journal of Management. “Early Intervention Strategies for Workplace Conflict.” Accessed February 28, 2024.
2. Australian Journal of Human Resource Management. “Communication Strategies in Conflict Resolution.” Accessed February 28, 2024.
3. Australian Centre for Employee Relations. “Flexible Conflict Resolution Strategies.” Accessed February 28, 2024.
4. Australian Journal of Organisational Psychology. “Relationship Management in Conflict Resolution.” Accessed February 28, 2024.
5. University of Sydney Business School. “Enforceable Agreements in Workplace Mediation.” Accessed February 28, 2024.